Skilled employees are highly marketable resulting in increased labour turnover and increased costs are making a case for improvement in recruitment outcomes. Different recruitment methods are used to contrast satisfaction levels: at entering the organisation through a recruitment process, in the first two months, at current levels and the impact on commitment and job tenure. The research is conducted from a job seeker’s point of view to improve awareness of outcomes and to highlight to the employer the benefits and drawbacks of using different methods. The research was conducted in two phases, the first being interviews which were held to aid in the design of a valid questionnaire. The second phase being a questionnaire looked at aspects of the recruitment outcomes of 49 people that recently changed jobs. This included looking at the shocks and surprises when entering a new organisation and measuring satisfaction. There are no differences between the experiences of candidates recruited through the three methods of recruitment tested. Candidates are committed, but the research concludes that their intention to stay has not been affected by their level of commitment. The recruitment process should receive more attention as it may determine recruitment outcomes and the need for recruitment in the future is likely to increase. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted